Individual variations in a person’s job evaluation are not relevant to the job, such as race, ethnicity, age, religion, and identity. People’s personalities are by no means acceptable, and equal pay for equal work should be the mainstay of job evaluation. The primary purpose of the Equal Pay Act is to prohibit pay inequality based on gender, caste, age, religion, or tribe. For example, the salary of a female employee engaged in similar work in the same organization is less than that of a male employee. If you are a victim of this type of situation, the article will discuss what type of lawyer you need for the employee and how you can handle the situation to get your rights.
What is the equal pay law in California?
According to the California equal pay law to protecting and ensuring employee rights, California labor code 1197.5 and labor code section 432.3. Basically, that completely prohibits the discrimination of the opposite sex and caste identity in the realization of the right of workers. This law is based on federal law, which focuses on employee qualification and works for equal pay. According to this law, the skills and responsibilities of an employee collectively work towards the goal of equal pay. It is a rational application that further strengthens the right of employees to receive equal pay. As a result, if an employer ever seeks reasonable pay of its employees, it bounded to retaliate against.
The advantage of Equal Pay Acts
There are many advantages of this equal pay act, and this act strictly ensuring employee rights. This law enables any employee to receive equal pay for similar work, which does not depend on the individual’s condition. It is able to eradicate from the orthodox the kind of gender identity and racial discrimination that exists in the field of action, for which equal rights are established. With the effective implementation of the equal pay act, it will never be possible to deprive the employees of the right to equal pay for the same work by creating discrimination as to gender, tribe, and race. Taking appropriate action under this act, an employee get maximum benefit in their field of work. This act is to ensure strictly equal pay for equal work. In the case of an employee’s legal battle against the employer, the law plays a role in ensuring the employee’s job security for the subject matter of their dismissal.
The argument that the employer presents in defense
When a claim for pay inequality is presented against an employer, they can perform various arguments in self-defense. By building strong resistance against these arguments, a victim can succeed in asserting their right. So to be aware of these issues, the following are some specific instructions that employers can present.
They are not working comparable equivalence work. For example, female workers are working less than man workers, or they are not in the same job as a result of which female workers are paying less than a male worker.
They are only subject to an analytical job evaluation for their equal claims, but they are considered separately, so pay inequality.
Considering skills and experience, they tend to work harder than each other in the same job. For example, a male employer does more work than a female employee in the same position, so the employer may argue about pay inequality.
The duty of the victim of pay inequality person
If an employee realizes with confidence that he/she has been the victim of pay inequality, immediate action must be taken against them. They must first collect the documents related to the salary, the path of the contract. Collect the statement of the person with whom you are getting less salary, even the same work. And of course, contact an experienced employment specialist lawyer to assert your right. And take the next step according to the advice of that lawyer. Through which you will be able to assert your right.